Kenneth Bass, Joseph Tomkiewicz, Tope Adeyemi‐Bello and Cheryl Vaicys
The effectiveness of work groups can be strongly affected by their “cohesiveness”. This study examined stereotypes held by African‐American college students regarding…
Abstract
The effectiveness of work groups can be strongly affected by their “cohesiveness”. This study examined stereotypes held by African‐American college students regarding African‐American, Euro‐American, and Hispanic persons. The 92‐items in Schein’s Descriptive Questionnaire were rated by subjects (graduating African‐American undergraduate business students) as either positive (e.g. intelligent, persistent, ambitious, etc.) or negative (e.g. uncertain, passive, nervous, etc.). A total of 55 items were characterized as positive while 11 were considered negative. African‐American students perceived African‐Americans in general in a favorable light when compared to Euro‐Americans and Hispanic persons. The potential effects of such perceptions on African‐Americans’ integration into business organizations and mixed working groups are discussed.
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Joseph Tomkiewicz, Kenneth Bass, Tope Adeyemi‐Bello and Cheryl Vaicys
Attempts to discover whether African Americans who aspire to managerial positions are the victims of racial discrimination. Seeks to provide insight into the perceptions of these…
Abstract
Attempts to discover whether African Americans who aspire to managerial positions are the victims of racial discrimination. Seeks to provide insight into the perceptions of these candidates against a managerial profile. Provides the results of a survey of 231 African American students at a business school of a historically African‐American University in the southern USA. Concludes that some African‐Americans’ experiences are unique to this minority.
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Robert Frankel, Joseph Tomkiewicz, Tope Adeyemi‐Bello and Mariusz Sagan
This survey‐based study examines gender‐based perspectives of job orientation, expectations, and motivations in the country of Poland.
Abstract
Purpose
This survey‐based study examines gender‐based perspectives of job orientation, expectations, and motivations in the country of Poland.
Design/methodology/approach
Polish professionals were asked to rate 25 job characteristics according to their importance to the rater on a five‐point scale (5 = very important, 1 = not important). Mean scores were calculated and rank ordered for males and females separately. Two‐tailed t‐tests between male and female scores for each item tested for significant differences. A principle components factor analysis with rotation by the varimax method was performed on the correlation matrix of the 25 job characteristics.
Findings
Results show that males and females differ on 15 of the 25 job characteristics. Standard deviations of the importance ratings were examined. They were higher for males on 21 of 25 items, with a mean standard deviation of 0.96 for males and 0.87 for females. A paired t‐test ((1−(2 = 0)) resulted in rejecting the null hypothesis (p ≤ 0.001). Thus, for the respondents in this study, females as a group are significantly more homogeneous than are the males. Results of factor analysis with orthogonal rotation by the varimax method produced three factors of eigenvalues greater than 1.5, accounting for 37.3 per cent of the total variance. Factor I accounted for 17.9 per cent of the total variance and includes six job characteristics related to long term career objectives. Factor II deals with characteristics which can be classified as intellectual activity and explained 12.7 per cent of the total variance. Factor III included four characteristics related to structure and accounted for 6.7 per cent of the variance.
Research limitations/implications
It would be worthwhile to extend the survey in the future to address three key issues: 1 – group respondents by years of service, for example, less than 5 years, more than 10 years, and so forth; 2 – control for salary levels; 3 – adjust for changes in the unemployment rate.
Practical implications
This research indicates that even though money is an important motivator (number 1 for males and number 5 for females), there are certainly other methods of motivation beyond financial ones. This is particularly significant for foreign corporations investing in Poland. Such knowledge should provide organizations that use it as a competitive advantage not tied exclusively to monetary outlays.
Originality/value
Poland is a developing economy which many observers believe is the most attractive emerging market in the expanding European Union. As such, the findings here should help organizations, both endogenous and exogenous, attract and retain employees.
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Tope Adayemi‐Bello and Joseph M. Tomkiewicz
Traditionally, the differences between men and women have been used as excuses to exclude females from certain jobs. Occupational segregation is the term that has been used to…
Abstract
Traditionally, the differences between men and women have been used as excuses to exclude females from certain jobs. Occupational segregation is the term that has been used to describe the heavy concentrations of men and women into different jobs. For example, occupational segregation supposedly explains why men dominate managerial positions while women are often consigned to other occupations with lower pay, status, and responsibility. Specifically, Fierman (1990) reported that only nineteen of more than four thousand people (less than half of one per cent) listed as the highest paid officers and directors of the largest eight hundred public U.S. companies were women.
Joseph Tomkiewicz, Robert Frankel, Mariusz Sagan and Chunfang Wang
The purpose of this paper is to examine gender differences in job expectations among Chinese university students and how they may affect the activities of organizations in…
Abstract
Purpose
The purpose of this paper is to examine gender differences in job expectations among Chinese university students and how they may affect the activities of organizations in attracting and retaining talent.
Design/methodology/approach
Since 1972, a number of studies have utilized a job‐orientation survey instrument developed by Manhardt. This study asked Chinese university students to rate 25 job characteristics according to their importance to the rater on a five‐point scale (5 – very important, 1 – not important) in the same manner as had previously been done by Manhardt and others, subsequently. There were 101 Chinese university business students surveyed.
Findings
Results showed that the rank order of importance which male and female students placed on job characteristics was similar. In addition, there were no significant differences between male and female students on either the intrinsic or extrinsic subset of variables, indicating that both genders could be approached similarly with regard to the basic issues that comprise a human resource portfolio.
Originality/value
The consistency of job expectations of males and females could be viewed as a positive characteristic by firms, as it simplifies the human resource portfolio design and thus would be cost effective. Whether such consistency across genders would remain true over time (i.e. as Chinese society and culture evolves) or across all industry segments and geographic regions, or in a variety of economic conditions is an issue for future research exploration and analysis. In regard to certain extrinsic items, females seem to exhibit the philosophy that “life is more than just work” and that flexibility in regard to work design is important. Human resource portfolios would be advised to consider opportunities for cross‐training to better meet such expectations, especially for females.
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Joseph Tomkiewicz and Tope Adeyemi‐Bello
Attempts to extend the work of a study which examined the differences that exist between the attitudes of White and African American college business students using the Blacks in…
Abstract
Attempts to extend the work of a study which examined the differences that exist between the attitudes of White and African American college business students using the Blacks in Business Scale (Stevens, 1984). Considers particularly the perception of white students with regards to their beliefs about African Americans. Concludes that White students hold a positive view of their counterparts but African Americans still believe that White students have a less positive view of African Americans than they themselves possess. Discusses the implications for managers.
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Joseph Tomkiewicz, Kenneth Bass and Cheryl Vaicys
This research was designed to investigate what differences might exist between graduating African American and White business students regarding achievement motivation as…
Abstract
This research was designed to investigate what differences might exist between graduating African American and White business students regarding achievement motivation as determined by their fear of success and fear of appearing incompetent and whether there exists any moderating influence based upon their attitude toward the role of women in society. The sample consisted of 99 African American students and 102 White students. African Americans scored significantly lower than Whites on the Fear of Appearing Incompetent Scale. Likewise, African American women scored significantly lower than white women on this scale. No differences were found in the scores among African American Males and White males on the Fear of Appearing Incompetent Scale. For the entire sample, those with a progressive view of women scored higher on the Fear of Success Scale than those with traditional views of women. Achievement motivation among the groups of respondents is also evaluated.
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Joseph Tomkiewicz, Robert Frankel, Tope Adeyemi‐Bello and Mariusz Sagan
As globalization intensifies, the need for tapping the capabilities of corporations’ human resources, gecome more paramount. To this end, businesses cannot afford to have their…
Abstract
As globalization intensifies, the need for tapping the capabilities of corporations’ human resources, gecome more paramount. To this end, businesses cannot afford to have their most important resource, their people, hampered by attitudes that detract from their abilities to perform at their best. This is especially relevant when there may be a misconception that being male is synonymous with management competency. The focus of this research was on exploring the attitudes towards women managers in the United States and Poland. Questionnaires were distributed to two groups of individuals within each nation, professionals and graduating business students or “future managers”. There were 157 and 295 usable responses from Poland and the United States, respectively. The results indicate that Polish women may have more negative attitudes to overcome in becoming managers in comparison to the US counterparts. Perhaps more disconcerting is the potential that “future managers” in Poland may have even more negative attitudes toward women as managers.
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R. Eugene Hughes and Joseph M. Tomkiewicz
It is generally accepted that irrespective of training,motivational programmes, and the development of positive workenvironments, not all personnel will perform at acceptable…
Abstract
It is generally accepted that irrespective of training, motivational programmes, and the development of positive work environments, not all personnel will perform at acceptable levels. In an effort to change behaviour, many organizations attempt to develop formal disciplinary procedures that include a number of possible disciplinary actions, with each disciplinary action identified as a reasonable response to defined levels of unsatisfactory performance. Unfortunately, few academic organizations have developed or implemented “appropriate‐response” disciplinary procedures or programmes. Without such reasoned disciplinary procedures, organizational responses to unacceptable performance may take on many of the characteristics of punishment rather than discipline. Explores the barriers to such disciplinary programmes in academic organizations.
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R. Eugene Hughes and Joseph M. Tomkiewicz
Examines employees′ attitudes towards the value of sharing thecosts of health care benefits. Argues that heightened employee awarenessof value of these benefits will not…
Abstract
Examines employees′ attitudes towards the value of sharing the costs of health care benefits. Argues that heightened employee awareness of value of these benefits will not necessarily result in the positive attitude changes envisioned by employers. Suggests that equity theory may serve as a reasonable model for considering how employees may respond to health sharing proposals. Cautions employers to reconsider the projected cost savings and potential negative behavioural consequences of such strategies.